BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

Table of Contents
Item Question 1 2 3 4 5 6 7 What is Organizational Behavior (OB) Why do we study Organizational Behavior (OB) What are benefits of Organizational Behavior at the work place? What are benefits study Organizational Behavior (OB) to myself? Conclusion References Appendix (Articles) Page Number 2 2 3 4 5 6 7-9

Organizational Behavior (BAAM 203)

Assignment 1

BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

What is Organizational Behavior (OB)

Organizational behavior can be define as a systematic studies on attitudes of individuals and groups toward one another and towards the organization as a whole, and its effect on the Actions functioning and performance and careful application of knowledge about how people as individuals or as groups act within organizations. In fact organizational behavior is a field of study that investigates the impact that individuals, groups, and structures have on behavior within the organization. This impact works towards improving the organizations effectiveness. In short words it involves organization, management functions, and management skills.

Why do we study Organizational Behavior (OB)

Involving in the working environments nowadays are something very critical. It is very important for us to be more alert on what happening around us. The importance of studying organizational behavior can be seen clearly here. We can say if we learn Organizational behavior, it will help us understand and predict human behavior in an organization. There are many reasons make Organizational Behavior become important in an organization. More-less, we have to know most people are born and educated in an organizations, acquire most of the material possessions from organizations, and be part of the organization. Further to this statement, we also spend most of our time at work place. This makes our workplace as a second home to us. Just imagine, can we get a betting living if we unable to understand and predicting people behavior around us? This is must be very hard job. And spending 9 hours at workplace can become very difficult for us to went through.

Organizational Behavior (BAAM 203)

Assignment 1

BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

What are benefits of Organizational Behavior at the work place?

In work place, we come up a lot of different characteristic and personality of different people. In our daily work environment, we will definitely faces a lot of Individual Behavior that acting differently. Sometimes, I will face somebody with always smooth talking in front us but, will talk differently behind us. Organizational behavior is the study of how organizations can be structures more effectively, and how several events in their outside situations effect organizations. Learning about organizational behavior in todays business environment could help managers build up a better work related understanding of themselves and their subsidiary. The study of Organizational Behavior (OB) focuses on factors and issues involved in human behavior related to jobs, work, absenteeism, employment turnover, productivity, human performance, and management, each of which is directly related to job responsibilities of a manager. Thus study of organization behavior increases managers effectiveness. In Organizational behavior, we are learn about person environment, their attitudes, heredity, skills, needs, personality and knowledge then we able to know about individual behavior in an organization and their consequences towards organizations productivity. Biographical Character of an employee depends on age, gender, martial status and loyalty with an organization. Abilities in an individual show his work capacity. Broadly, abilities are divided into two parts which are intellectual abilities which occurs intelligence test, aptitude test and spatial aptitude. Second are physical abilities which are related to individual stamina, dexterity, strength and characteristics. By studying an Organizational behavior, we will be able to differentiate these people around us at work place and we will know what is the way to communicate and be in a group with people or subordinate like this.

Organizational Behavior (BAAM 203)

Assignment 1

BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

What are benefits study OB to myself?

The Importance my understanding of Organizational Behavior that helped me have a successful career. Learning about organizational behavior in todays business environment could help me as a manager build up a better work related understanding of themselves and their subsidiary. With this knowledge, I be able to achieve a successful career. Since a manager needs to get his job done by the others, to have an organizational behavior skills become a valuable talent.

For me, the term OB actually refers to the behavior of people within the organizations, as organizations themselves do not perform without people and an efficient manager. This makes the organization behavior interesting subject to be learn as I am be able to study a lot of different personality and study the emotion of other people by looking of they are characteristics. Besides, by learning the organization behavior, we are able to know how to deal with others and we be able to get into any groups of people in an organization. Other than that, we also can give a solutions and make a decision instantly by just look at people characteristic and decision making process can be done faster. In personal life, I am be able to find out what is my real personality. By doing survey with our close friends and immediate family, we will be able to find out what is our face really are. This organization Behavior will definitely telling us about our attitude, characteristic, as well as our Behavior and the way to improve it follows our own chosen way.

Organizational Behavior (BAAM 203)

Assignment 1

BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

Conclusion

Organizational behavior is the systematic study of the actions and attitudes that people exhibit within organizations (S. Robbins 1994). from this this definition, we are able to construct a lot of explanation of the important of organization behavior. The study of this topic will definitely bring a lot of knowledge to us, not only in term of working environment but also in our daily life, as we are surrounding with people. Without study of human being Behavior, characteristic and personality, we are unable to cope with the office politic, rumors and also will never learn how to face a different types of people around us.

Organizational Behavior (BAAM 203)

Assignment 1

BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

References

http://www.scribd.com/doc/27057086/Definition-of-Organizational-Behavior

http://wps.prenhall.com/bp_robbins_eob_8/20/5340/1367168.cw/index.html

hl=en&biw=1024&bih=581&defl=en&q=define:Organizational+Behavior&sa=X&ei=rjdjTam7 H9DKrAerhN3AAg&ved=0CCAQkAE http://www.managerwise.com/extarticles.phtml?cat=Organizational%20Behavior http://www.exampleessays.com/viewpaper/20737.html

Organizational Behavior (BAAM 203)

Assignment 1

BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

Appendix (Articles)

Don't Just Do Something--Sit There - When Your Employees Battle, Consider DoingNothing!
3/3/2003

Not every employee dust-up has to be refereed by you. In fact, often the best strategy is to stand back and watch, according to this Harvard Management Update article. by David Whitemyer

An employee storms into your office complaining about the new VP. She's fuming. You wonder how you can help. Many managers' tendency would be to dive head first into this situation. As a manager, it's your job to solve problems and put out fires, right? Not so fast. Have you considered doing nothing at all? Given the prevalence of terms like harassment, anger management, and employee grievance in the American workplace, one would hope that companies have a heightened awareness about the way people treat one another. But alas, one downside of the current situation is that many employees choose to let their supervisors settle disputes instead of handling them on their own. That creates two significant problems. First, managers' schedules are now squeezed tighter than ever. "Most managers spend much more time dealing with subordinates' problems than they even faintly realize," write William Oncken, Jr., and Donald L. Wass in the classic Harvard Business Review article "Management Time: Who's Got the Monkey?" One study found that 42 percent of the time of the managers surveyed is spent dealing with office conflict. Second, if managers never allow employees to work out conflicts among themselves, they'll never meld into a high-performing unit. At some point, subordinates have to learn how to collaborate and communicate directly. In other words, not jumping in to resolve every employee tiff can benefit you the manager and your direct reports alike. "Intervening is a strategy, just like not intervening is a strategy," says Christine Kutsko, president of The Capstone Group, a Cleveland-based consulting firm that specializes in
Organizational Behavior (BAAM 203)

Assignment 1

BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

performance improvement. Your decision to interveneor notshould be the result of considered thought, not an emotional response to conflict. After all, conflict often occurs among people who care about what they're doing. Perhaps, instead of ending the dispute as quickly as possible, your chief concern should be: How can this conflict best be used to improve the interactions in this group? "If a dispute doesn't interfere with an employee's performance, does not disrupt the work environment, and is not a violation of company policy, then 'benign neglect' is probably a suitable approach for a manager," says David Lipsky, director of the Institute on Conflict Resolution at Cornell University (Ithaca, N.Y.). View such a dispute as an opportunity for your staff members to develop their problem-solving skills. Even though you may be "doing" nothing in such a situation, it's crucial that you be "actively passive," advises Milwaukee-based management consultant Joan Lloyd. As a general attitude and as a response to specific employee disagreements that you're aware of, you need to convey the perspective "that employees resolving their own conflicts is a development opportunity." So, to return to the example of the direct report who's complaining about the new VP, don't try to referee the issue the employee is presenting. Instead of asking the direct report what she would like you to do, ask what she is planning to do. Of course, not all employees feel experienced enough or confident enough in their position in the company to take this on. You need to be familiar with the maturity and communication style of your employees in order to determine your response. But in general, "if you treat employees with respect, if they feel like they are trusted to do the right thing, more often than not, they will have the confidence to resolve most issues that come up during workplace conflicts," says Matthew Gilbert, author of Communication Miracles at Work (Conari Press, 2002). Reprinted with permission from "Don't Just Do SomethingSit There," Harvard Management Update, Vol. 7, No. 12, December 2002. See the latest issue of Harvard Management Update

Based in Rockland, Massachusetts, David Whitemyer writes about workplace design, managing people, and office culture. To contact him send an e-mail to MUOpinion@hbsp.harvard.edu.

Organizational Behavior (BAAM 203)

Assignment 1

BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

Times When You Should Definitely Intervene

When the disagreement is between an assertive employee and a timid, less vocal person, or when the rank of the disputants is not commensurate. When an argument between two employees has broadened to encompass additional staff members. When the conflict involves illegal conduct, such as sexual harassment or civil rights violations.

Reprinted with permission from "Don't Just Do SomethingSit There," Harvard Management Update, Vol. 7, No. 12, December 2002.

Organizational Behavior (BAAM 203)

Assignment 1